It is easy to
get stuck in old ways of thinking. It is also easy to get stuck
in different relations and go on acting in the same way as we
have done before. Sometimes changes create worry and people have
to re orientate themselves and sometimes people have
difficulties to collaborate. Many times everything works just
fine but sometimes the organization could benefit from new
perspectives, a better focus, more creativity and new energy.
When these moments occur one way to handle them is to invite a
consultant for a day or two to support the organisation to move
forward. We believe that the “experts” are the people in the
organizations but we can support with creating different
creative context that allows people to use their skills in new
ways, helps people to co operate and become proud of what they
are doing. contexts that help people to get new perspectives and
to find energy, commitment and engagement.

Organisations
are built on relationships between people. Some important
factors for a successful and healthy organization is if people
feel that they are important and have a sense of meaningful
context and a clear goal. A key factor is also if people succeed
to work together towards the goals of the organisation. There is
also strong links between value driven organisations and
financial success. There is many ways to work with the people in
organisations. Senspero works with strengths based methods and
with exploring what works well in the organisation instead of
focusing at the “problem”. We pay attention to what people value
about their work and explore ways to re formulate conflicts,
frustration and negative stories in a way so that these
situations and stories honors peoples contribution. We work
with focus on creating safe and creative context for
development, where people can feel that they are valued and
important and where everyone have something to add to the whole.
This shift of perspective gives the people of the organisation
an opportunity to become proud of what they are doing and feel
that they are important recourses in the solution of the
situation or important recourses in the development of the
organisation and its goals. With all right! If people feel that they are valued
at work and have the possibility to use and increase their
recourses they also tend to become more engaged and take more
responsibility and increase their ability to see new
perspectives and other views.

We believe that
it is important to create context where people can feel that
they are important and skillful, contexts that allows creativity
and collaboration.

Leadership is a
very important part of the organisation and its future so the
attendance of leaders during this development days can be an
important success factor to create trust for the future. A close
contact between the consultant and the leader of the
organisation is also important to create the goal for the days
and the task for the consultant.

Through
collaborative and practical strength based methods it is
possible to create a creative context for learning and
development. If people become involved in collaborative and
interactive ways towards the goal of the organisation they feel
important and take more responsibility for the outcome of the
process.

One way to work
with strengths based development in organisations is
Appreciative Inquiry. Appreciative Inquiry is
a collaborative and highly participative, system-wide approach
to seeking, identifying and enhancing the “life giving forces”
that are present when a system is performing optimally. The term
appreciative comes from the idea that when something increases
in value it “appreciates” therefore appreciative Inquiry focuses
on the generative and life giving forces in the system, the
things we want to increase. By inquiry, means the process of
seeking to understand trough asking questions. In work based on
Appreciative Inquiry it is common to use four steps in the
development. Starting with the dream and how it would look like
when the preferred future is there, moving forward to discover
what is already there that works well and the skills of the
organization, going further with the design and delivery phases
to move into concrete actions and the design of the steps
towards the preferred future.

Useful areas

Developing goals in
the organisation

Leadership
development

Individual
development meetings

Creating
collaboration

Increase creativity
in the organisation

Contact us for a discussion how
strength based organisational development could improve employee
satisfaction and results in your organisation.